Academics and HR professionals have embraced SHRM for rational reasons. In recent years, changes in lifestyles due to globalisation and technological innovation have led to a diversification of employees' motivations and values towards their organisations and work. As a result, a number of challenges have arisen, not only for HR professionals, but for organisations as a whole.
A traditional, one-size-fits-all and reactive approach can lead to low morale, conflict and turnover, which does not contribute to long-term organisational development and performance improvement. Therefore, by adopting SHRM, HR professionals must implement strategies that unify organisational direction and increase flexibility in responding to unforeseen events.
SHRM aligns HR strategies with organisational strategies, enabling HR professionals to play a significant role in workforce planning, unifying organisational direction and boosting employee morale. As a result, the roles and status of both academics and HR professionals have been elevated. In this sense, it may be perceived as serving their self-interest.